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Internship program
Recruiting & Staffing
Internship program
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
I need guidance on how to initiate and administer an intership program.
Any advice is appreciated.
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Forums » Topic Forums » Recruiting & Staffing » Internship program
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Internship program
posted at 5/23/2007 11:08 AM EDT
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Posts: 1
First: 5/23/2007 Last: 5/23/2007 |
Look at the www.bio-link.org website for listings of internships for both students and faculty in both 2 year colleges and high schools. In the biotech field, lab skills are key. We in the 2 yr colleges are seeing BS, MS and even PhD grads returning to acquire lab skills and regulatory understanding through community college programs. These programs build partnerships with local companies in innovative ways. For example, Innovabio in Salt Lake City acts as a CRO. Their students do contracted lab work on campus for start-up biotech companies, who pay the college. Shoreline CC in Washington State rents lab space to start-ups, so their students work side by side with R&D scientists. San Diego has a Life Sciences Summer Institute for both high school faculty and students. Website is www.biocom.org
Companies need to investigate the local college programs and courses to see what skills are being taught that could shorten the training time at the company. Interns are a great resource for future hires. Companies can join advisory committees of local college programs to make sure that the skills and content they need are being taught in the classes. Not all colleges have a dedicated intern manager, either. Sometimes the interns are placed through a specific program, such as biotechnology, accounting, education, etc. Don't overlook the 2 year colleges as good intern sources. Everybody goes back there eventually!! |
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Internship program
posted at 6/8/2007 6:57 AM EDT
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Posts: 52
First: 5/28/2005 Last: 12/4/2007 |
Some basic steps to follow instead of just advice on how to buy a book:
1) Set a timeline from introduction and orientation to conclusion of the internship. 2) Set intern objectives that match the students program and what your organization can support. 3) Determine who in your organization supports the program. An intern needs a mentor/coach/evaluator while they learn practical experience. Find out who will and can work with the interns, and when they can do so. 4) Check with IT and security to ensure that the intern will have the appropriate access to areas and computers required, or alternatively what restrictions will apply to the intern. Check with legal and HR departments to ensure that the intern is covered for accident, insurance and legal purposes. 5) Interview your candidates. Find one you like who would gain the most from your organization (or that you would consider hiring afterwards!). If you are 'assigned' an intern, try to match with existing organization reps for personality / compatability. 6) Draft a schedule based on the students ability to 'work' and your org's ability to provide a tutor / mentor / coach / resources, as required. 7) Ensure the process includes an end-of-week review (each week) so that the intern and sponsor can find out what is working and what isnt. Take notes and document success and/or problems At the end of the internship, provide written supporting statements of success and areas to work on (for the students benefit) and for future reference for your own or the academic institutions intern program. Those are basic eight steps you. For more details, send me an email and I'll be happy to help out more... |
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